Readers' Comments
Total Comments: 91
Page 3 of 8
Page 3 of 8
The Future of Pay-for-Performance in the Federal Government
Total Comments: 91
Page 3 of 8
Page 3 of 8
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March 17, 2010
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PFP
DoD
Wed Jan 28, 2009 10:13 AM
Post Reply
Those who commented they didn't think PFP was an issue are in agencies that do not have PFP. I can tell you PFP is the Golden Parachute for the Good Ol Boy system. It's evident by virtue of looking at the data that PFP excessively rewarded a few and beat down quality employees. Manipulating the money to increase salaries for a few resulted in many getting just bonus $$'s which hurt future retirement annuities (and they are not near the top of their payband nor were they in a high GS-step range had they stayed in GS). Different organizations on base had share values differ by up to 1.5% so those who received the same ratings and shares did not receive equal $$'s on their raises or bonus $$'s. Talk about some disgruntled employees...
Re: PFP
VA
Wed Jan 28, 2009 1:13 PM
The other 40% was given to me as a salary raise (gift that keeps giving). I receive LESS than my GS counter parts received in their annual raise.
So if you start looking at the big picture, especially if you are within 10 years of retirement, that is a significant lose in retirement funds under NSPS, while your GS counterparts are making 30-40% higher wages that DO count toward retirement.
P4P
DON
Wed Jan 28, 2009 10:23 AM
Post Reply
I am a new federal employee in terms of years in service (3). I have only experienced NSPS, and have had great success from it. NSPS, when used in its true form allows for the people who care about working with a sense of purpose excel, and move up. I see many inflated salaries of past GS federal employees just hanging on for their retirement. What do they care, they are going to move and get increases as long as they can put their but in a seat and stay alive. I hate the rules and restrictions of the old system. That is not my point though; there are great employees in both systems. Where the system(s) is flawed, and will always stay flawed is the human element. When ever you have supervisors, who do not work hard to communicate with their employees, and or try to motivate them there will always be something wrong regardless of what system we are in.
Re: P4P
VA
Wed Jan 28, 2009 1:15 PM
But if you were to experience the GS system, I think you would have a different opinion.
Re: P4P
DOD
Wed Jan 28, 2009 10:08 PM
You made out well due to a payout process called rate range penetration, that is a calculation for employees just like you to ensure you get the same raise you would have gotten under the GS system. You didn't make out any better than you would have, except when it came to the bonus. I hope you understand you will not carry the same opinion as you gain years in DOD under NSPS. Sorry, but that's how it is.
NSPS-Pay for Performance
Navy
Wed Jan 28, 2009 10:24 AM
Post Reply
NSPS is the worst system the government could have implemented. It has added to the already prevalent "good old boy" network. Too many of the assessments are subjective based on personality and not quality of work. The money funded to agencies isn't always distributed fairly. The quickest way to demoralize a quality performer is to put them under NSPS-Not only does most of the pay lag the GS system (not good in these recession times) but equal performers do not get equal pay. NSPS is not liked by employees or supervisors. For both, it has decreased their productivity because both are busy documenting actions/tasks/results so they can write assessments that may result in a pay raise. My organization has seen a large increase in employees "jumping ship" back to GS pay system and willing to take change to lower grade to just get out!. In my 30 years of government experience, I have found most Federal employees to be conscientious, hard working and proud of their products.
P4P
VA
Wed Jan 28, 2009 10:30 AM
Post Reply
As long as there are rating "quotas" that must be met and a requirement for bell curves to stastically show the majority of employees are an expected level 3, NSPS will never be objective. How can employees be rated fairly when performance metrics reflect a level 5 rating but the "quota" of level 5 ratiings has been met so the employee rating is lowered in an effort to get the desired bell curve.
Re: P4P
VA
Wed Jan 28, 2009 1:20 PM
There was a quota on ratings of "4" and "5" and I instructed the pay pool that they would have to differentiate all the employees and then reduce their ratings to meet the quota and pay pool money objective.
Do What?
Bureau of Mongo
Wed Jan 28, 2009 10:35 AM
Post Reply
Someone (Robbie) with some sense made the best suggestion I've seen yet. Do away with NSPS and other similar systems, and roll back to GS. If we're lucky, the sunset provision will take effect this October and the system will die on it's own. I just hope congress will run a stake through it's heart so that the evil doesn't come back in some other form.
Re: Do What?
DOD
Wed Jan 28, 2009 10:19 PM
Re: Do What?
Retired
Fri Jan 30, 2009 9:53 AM
The Future of PFP in the Federal Government
DOD
Wed Jan 28, 2009 10:36 AM
Post Reply
After serving 2 years under NSPS and trying to train managers/supv who truly don't have time for the process, something must change. On the surface, the goal of NSPS was to have the "right person, right place" and get rid of "non-performers" easier. Nothing about NSPS made those changes possible to the full extent that was hyped. It has served to give Peter's favorites 5% increases every 4 months "just-because". NSPS doesn't require reasons for pay increases. At least under GS, pay for GS-9 work had a reasonable limit. Now, GS equiv work is being rewarded with GS-13 pay because we "can". Any financial person can attest to that. This org shouldn't complain but isn't a 4% per share value a bit unrealistic? Keep that up and they'll be broke in minutes. The GS system kept salaries in check. To resolve the issue to "non-performers", supervisor must do their side. Waiting to discipline someone 4-6 months after an event never stands up at a higher level.
DoD has what they came for - Dump NSPS
DoD
Wed Jan 28, 2009 10:38 AM
Post Reply
With recent 11th hour posting of final regs to the Fed Register DoD has flexibility in hiring, Time in grade restrictions removed, PPP, etc. DoD said they didn't want to negotiate with 1300 Unions, but there has been no willingness of DoD to even approach the Unions at the International level and start a dialog of negotiating NSPS. Take your flexibilities and dump NSPS. Besides everyone knows that p4p requires funding. Where is that additional funding going to come from when our econonmy is bad and not expected to get any better for many, many years.